The Mentoring Action Plan: 9 Steps Best Mentor Now

Using the Mentoring Action Plan (MAP) for mentors and mentees. Set goals, build skills, and thrive in a dynamic mentoring relationship. MAP example included.

How the Mentoring Action Plan (MAP) Works.

The Mentoring Action Plan (MAP) for Mentors and Mentees

Use this action plan for coaching and mentoring.

A Mentoring Action Plan to Start the Mentor Relationship

This post recommends using the Mentoring Action Plan (MAP) to start the mentor relationship.

1. The Mentoring Action Plan for Professional Development

Mentoring is generally considered an important part of professional development.

Since we live in a world where career landscapes evolve rapidly, mentoring is sometimes the most effective way to transfer new knowledge quickly.

mentoring action plan (map)

The Problem of Informal Mentoring: Use the Action Plan

While the mentoring process is considered part of the occupational training model, supportive documents are often missing.

Mentoring is more than an informal process that happens accidentally.

In fact. in South Africa, Black professionals complain about the lack of mentoring available to them.

As a result, organizations and learners miss out on deeply authentic development opportunities.

2. The Need for a Structured Approach to Mentoring: An Action Plan

Mentoring is not a casual conversation but a structured synergy.

The mentee must be open and receptive while the mentor must be non-judgemental and supportive.

Do You Follow a Mentoring Action Plan?

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How did mentoring help or deter you?

Let me know in the comments section!

But for now, let’s take a look at the Mentoring Action Plan.

The Mentoring Action Plan (MAP): How to Use the Plan

A mentoring action plan is a structured and purposeful outline.

Define a Mentoring Action Plan (MAP) Purpose

A Mentoring Action Plan is a strategic roadmap that is used to define goals and outline specific steps for mentors and mentees.

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The mentoring action plan’s purpose is to provide a clear framework, fostering a purposeful and productive mentoring relationship.

The Dynamic Mentor Action Plan

Therefore the MAP identifies specific steps and goals for the mentor and mentee to follow in their dynamic mentoring relationship.

An effective mentoring plan also addresses developmental areas that are important to the mentoree, produce a concrete result, and most importantly, are manageable in scope.

The Mentoring Action Plan bridges where the mentoree is now to where they want to be in the future.

Why a Mentoring Action Plan is Necessary

While informal mentoring has merits, challenges arise without a structured mentoring action plan.

A Mentoring Action Plan maintains a focused process, measurable progress, and a shared commitment to success.

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9 Components of an Action Plan for Mentoring:

Structure the mentor action plan around these 9 components:

1. MAP Goal Setting:

Define the short-term and long-term goals for the mentoring relationship.

These goals should align with the mentee’s professional development needs and objectives.

2. Identify Strengths and Areas for Improvement During the Mentoring Process:

Assess the mentee’s current skills, strengths, and areas for improvement to inform the action plan.

This helps in tailoring the mentoring plan to address specific needs.

3. Take Mentoring Plan Action Steps:

Outline specific actions and activities the mentor and mentee will undertake to achieve the established goals in the action plan.

For example, these actions may include skill-building exercises, networking opportunities, or targeted projects.

4. Mentoring Plan Timeline:

Establish a timeline for achieving the identified goals in the mentoring action plan.

This helps create a sense of structure and urgency, ensuring that mentoring progress is measurable and milestones are met on time.

5. Mentor Check-In Points:

Determine regular check-in points for both the mentor and mentee to review progress, discuss challenges, and adjust the action plan as needed.

For example, these check-ins can occur monthly, quarterly, or at other agreed-upon intervals.

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6. Resources and Support for the Mentoring Programme:

Identify any resources, tools, or support mechanisms that may be beneficial in achieving the mentoring goals.

For example, this could include training programs, industry events, or access to specific networks.

7. Feedback Mechanism for the Mentoring Process:

Establish a feedback mechanism for both parties to share their thoughts on the mentoring process.

This fosters open communication and ensures that adjustments can be made to enhance the effectiveness of the mentoring relationship.

8. Mentoring Programme Evaluation Criteria:

Define criteria for evaluating the success of the mentoring relationship and action plan.

For example, this could involve the achievement of specific skill development, career milestones, or other agreed-upon outcomes.

9. Mentor Plan Flexibility:

Acknowledge that the mentoring action plan may need adjustments based on changing circumstances or evolving career goals.

Flexibility makes a mentoring action plan relevant and responsive to the mentee’s needs.

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3. Mentoring Action Plan: Development Questions for Mentees

Questions for the Mentor Plan

To guide the creation of their Mentoring Action Plan, mentees can consider questions that prompt reflection and goal-setting.

Dynamic Mentoring Examples for the Action Plan

We’ve listed three areas of development and provided mentoring examples for each

1. Mentoring for Expertise:

  • This refers to an individual’s proficiency in the skills, knowledge, and competencies required for their specific job or career field.
  • Developing and continually refining expertise means staying relevant in a rapidly changing work environment.
  • Continuous learning, training, and staying abreast of industry developments are essential components of building and maintaining expertise.

2. Mentoring for Building Relationships:

  • Building effective relationships is a vital skill in the professional world. It involves connecting with colleagues, clients, mentors, and others.
  • Effective communication, interpersonal skills, and emotional intelligence play key roles in relationship-building.
  • Cultivating a network of contacts can provide valuable support, opportunities, and insights throughout one’s career.

3. Mentoring for Navigating the Organization:

  • Understanding the formal and informal structures within an organization is essential for success.
  • Formal structures include the organizational hierarchy, policies, and procedures, while informal structures involve networks, alliances, and cultural dynamics.
  • Navigating the organization successfully involves not only understanding these structures but also knowing how to leverage them to achieve goals.

Example of a Mentoring Action Plan Template

vision statement for the mentoring plan

This Mentoring Action Plan (MAP) template provides a structured framework for mentors and mentees to define, track, and achieve their goals in a dynamic and purposeful mentoring relationship.

Customize each section to align with specific objectives and continuously revisit and adjust the plan as needed.

A Mentoring Action Plan Template

Try this mentor action plan:

I. Goal Setting for the Mentoring Action Plan:

  • Short-Term Goals:
    • list here
  • Long-Term Goals:
    • list here

II. Identification of Strengths and Areas for Improvement During Mentoring:

  • Current Skills:
    • list here
  • Areas for Improvement:
    • list here

III. Mentoring Action Steps:

  • Specific Activities:
    • list here

IV. Timeline for the Mentoring Action Plan:

  • Milestones and Deadlines:
    • list here

V. Check-In Points for the Mentoring Action Plan:

  • Frequency:
    • list here
  • Agenda:
    • Progress Review
    • Challenges Discussion
    • Plan Adjustment

VI. Resources and Support for the Mentoring Process:

  • Tools:
    • list here
  • Training:
    • list here
  • Networks:
    • list here

VII. Feedback Mechanism for the Mentoring Action Plan:

  • Channels:
    • list here
  • Schedule:
    • list here

VIII. Evaluation Criteria for the Mentoring Plan:

  • Measurable Success Indicators:
    • list here

IX. Mentoring Action Plan Flexibility:

  • Anticipated Changes:
    • list here
  • Adaptation Strategy:
    • list here
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X. MAP Development Questions for Mentees:

  • Reflect on Your Current Role:
  • Short-Term Career Objectives:
  • Long-Term Career Aspirations:

XI. Dynamic Mentoring:

  • a. Mentoring for Expertise:
    • list here
  • b. Mentoring for Building Relationships:
    • list here
  • c. Mentoring for Navigating the Organization:
    • list here.

FAQ: The Mentoring Action Plan

How do I start a mentoring action plan?

To start a mentoring action plan, begin by defining clear goals for the mentoring relationship.

Identify the skills and areas for development that the mentee wishes to focus on.

Outline specific, actionable steps that both the mentor and mentee will take to achieve these goals.

Regularly review and adjust the plan to stay aligned with the mentee’s evolving needs and progress.

What should I include in a mentoring action plan?

A mentoring action plan should include:

  • Clear goals and objectives
  • Specific action steps and milestones
  • A timeline for achieving these goals
  • Roles and responsibilities of both mentor and mentee
  • Regular check-in schedules to review progress
  • Metrics for measuring success

How often should we review the mentoring action plan?

Review the mentoring action plan regularly, ideally every month or every few sessions.

Frequent reviews ensure that the plan remains relevant and aligned with the mentee’s goals and progress.

Regular check-ins also provide opportunities to celebrate successes and address any challenges or changes in direction.

How can I measure the success of the mentoring action plan?

Success can be measured by evaluating progress against the set goals and milestones in the action plan.

Consider both quantitative metrics (such as completed tasks or acquired skills) and qualitative feedback (such as improved confidence or satisfaction levels).

Regular feedback from both the mentor and mentee can also provide insights into the effectiveness of the mentoring relationship.

What if the mentoring goals change?

If mentoring goals change, it’s important to update the action plan accordingly.

Reassess the new goals, identify any new skills or areas of development, and adjust the action steps and timeline.

Flexibility in the action plan allows it to remain a useful tool even as objectives evolve.

How do I keep the mentoring action plan flexible?

Keep the action plan flexible by setting regular review points and being open to adjustments.

Encourage ongoing communication between the mentor and mentee to discuss any changes in goals or priorities.

This adaptability ensures that the plan remains effective and responsive to the mentee’s needs.

What if the mentoring relationship is not progressing as planned?

If the mentoring relationship is not progressing as planned, first identify any obstacles or challenges.

Open communication between the mentor and mentee is crucial to understanding the issues.

Adjust the action plan to address these challenges, and consider seeking feedback or advice from other mentors or professionals if necessary.

How can I ensure both mentor and mentee stay committed to the action plan?

Ensure commitment by setting clear expectations and responsibilities from the outset.

Both mentor and mentee should agree on the goals, action steps, and timeline.

Regular check-ins and updates can help maintain accountability and motivation.

Celebrating achievements, no matter how small, can also boost commitment and engagement.

Can a mentoring action plan be used for group mentoring?

Yes, a mentoring action plan can be adapted for group mentoring.

In this case, the plan should address the collective goals of the group while also considering individual objectives.

Clearly define the roles and responsibilities of each group member and set up regular group check-ins to monitor progress and make adjustments as needed.

What resources can support the mentoring action plan?

Resources that can support the mentoring action plan include:

  • Templates for setting goals and tracking progress
  • Tools for scheduling and reminders (such as calendar apps)
  • Access to professional development materials (articles, courses, workshops)
  • Feedback and assessment forms
  • Support networks, such as mentoring forums or peer groups

These resources can help streamline the mentoring process and provide additional support for achieving the action plan’s objectives.

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